Stage 3 – Business Analysis And System Recommendations ✓ Solved
Stage 3 - Business Analysis and System Recommendation
As the business analyst in the CIO's department of Maryland Technology Consulting (MTC), your next task in developing your Business Analysis and System Recommendation (BA&SR) Report is to develop a set of requirements for the hiring system.
The first step is to review any feedback from previous stages to help improve the effectiveness of your overall report and then add the new section to your report. Only content for Stage 3 will be graded for this submission.
In this section you will identify requirements for the new hiring system. This analysis leads into Section IV. System Recommendation of the BA&SR (Stage 4 assignment) that will analyze a proposed IT solution to ensure it meets MTC's organizational strategy and fulfills its operational needs.
Using the case study, assignment instructions, Content readings, and external research, develop your Section III. Requirements. The case study tells you that the executives and employees at Maryland Technology Consultants (MTC) have identified a need for an effective and efficient applicant tracking or hiring system.
III. Requirements
A. Stakeholder Interests - Review the interest or objectives for the new hiring system for each stakeholder based on his or her organizational role and case study information. Consider how the technology will improve how his/her job is done; that is, identify what each of the stakeholders needs the hiring system to do. Then to complete the table below, use information from the stakeholder interviews and identify one significant challenge or problem for each stakeholder related to the current hiring process. Then explain how a system could address their problems.
B. Defining Requirements - The next step is to identify the essential requirements for the information system. In addition to the stakeholder interests identified above, review the Case Study, especially the interviews, highlighting any statements that tell what the person expects or needs the system to do. User requirements express specifically what the user needs the system to do.
Paper For Above Instructions
This paper consists of Section III: Requirements based on the case study and the feedback received from previous stages of the Business Analysis and System Recommendation (BA&SR) report for Maryland Technology Consulting (MTC). This section will be divided into two parts: Stakeholder Interests and Defining Requirements.
III. Requirements
A. Stakeholder Interests
In this section, the interests and objectives for the new hiring system among various stakeholders are identified. Each stakeholder plays a distinct role in the organization, and their current challenges hinder efficient hiring processes. The table below illustrates a significant challenge each stakeholder faces and how an improved hiring system can address these challenges.
| Role | Specific problem related to the current hiring process | How a technology solution could address the problem |
|---|---|---|
| CEO | The hiring process lacks strategic alignment with organizational goals, causing delays in recruitment. | Implementing a well-integrated hiring system can streamline hiring processes and ensure alignment with company objectives through automated tracking. |
| CFO | High recruitment costs without measurable outcomes from the current process. | A data-driven hiring system enables cost analysis by providing metrics on recruitment spending and ROI. |
| CIO | Inadequate integration of current tech tools leads to inefficiencies. | A new hiring system can seamlessly integrate with existing tools, reducing friction in recruitment workflows. |
| Director of Human Resources | Difficulties in tracking applicant status leads to communication gaps. | A centralized system allows for better tracking of applicants, improving transparency and communication among hiring stakeholders. |
| Manager of Recruiting | Time-consuming manual processes prevent timely hiring decisions. | Automation of routine tasks in the hiring process reduces manual workload, enabling faster decision-making. |
| Recruiters | Lack of tools to evaluate candidate qualifications efficiently. | The new system can provide assessment tools to evaluate candidates quantitatively, promoting better hiring decisions. |
| Administrative Assistant | Difficulty in managing multiple spreadsheets for tracking candidates. | A centralized system can eliminate the need for spreadsheets, simplifying data management. |
| Hiring Manager | Inadequate feedback mechanisms on candidates hinder effective selection. | An integrated system can facilitate faster feedback loops between interviewers and candidates, promoting better candidate selection. |
B. Defining Requirements
This section lists the critical requirements for the new hiring system based on user expectations and performance metrics. The requirements are classified into User Requirements and System Performance Requirements.
User Requirements
| Requirement ID# | Requirement Statement | Stakeholder |
|---|---|---|
| 1 | The system must allow recruiters to store all information from candidate applications in a centralized database. | Recruiter – Peter O’Neil |
| 2 | The system must enable easy communication and status updates between stakeholders involved in the hiring process. | Director of Human Resources – Angela Brown |
| 3 | The system must support the generation of customized reports on applicant metrics. | Manager of Recruiting – David Smith |
| 4 | The system must facilitate scheduling interviews directly from the applicant tracking platform. | Administrative Assistant – Lisa White |
| 5 | The system must provide a user-friendly interface for all stakeholders to access applicant information. | CIO – Raj Patel |
System Performance Requirements
| Requirement ID# | Requirement Statement | Stakeholder |
|---|---|---|
| 6 | The system must perform data backups daily to ensure data preservation. | CIO – Raj Patel |
| 7 | The system must remain operational with 99% uptime to guarantee reliability. | CFO – Steve Johnson |
| 8 | The system must encrypt all sensitive applicant data to protect user privacy. | Director of Human Resources – Angela Brown |
| 9 | The system must allow multi-factor authentication for all user logins. | CIO – Raj Patel |
| 10 | The system must accommodate up to 500 concurrent users without performance degradation. | Manager of Recruiting – David Smith |
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